In Workday, period salary plans are specifically designed to support countries where employees are legally entitled to additional salary payments, such as a 13th or 14th month salary. These plans allow organizations to define compensation based on a number of salary periods, rather than assuming a standard 12-month structure.

By configuring a period salary plan with an additional month, Workday can correctly calculate and distribute base pay across the required number of periods while still maintaining accurate annualized compensation values. This approach ensures compliance with local legislation while preserving consistent reporting and budgeting.

Percent-based merit plans are used for increases and do not address structural pay requirements. Allowance plans are not considered base pay and are not appropriate for statutory salary obligations. One-time payment plans are ad hoc and do not satisfy recurring legislative requirements.

Period salary plans integrate seamlessly with payroll, compensation bases, and grade profiles, making them the correct and compliant solution for legislated additional pay months.

Therefore, option A is the correct answer.

By default, when compensation is preconfigured on a job requisition, Workday carries those values forward into the Offer event without re-evaluating eligibility. This can cause issues when attributes such as location change, because eligibility rules tied to country, location, or other organizational attributes may no longer be valid.

The tenant-level setting Run Eligibility Rules when there is Requisition Compensation, found in Edit Tenant Setup – HCM, instructs Workday to re-run compensation eligibility rules during the Offer process, even if compensation has already defaulted from the requisition. This ensures that compensation elements are validated against the candidate’s current attributes, including location.

The eligibility performance enhancement setting affects processing speed only and does not change evaluation behavior. Guideline defaulting settings impact guideline recalculation, not eligibility. Security policy edits do not control eligibility rule execution.

Therefore, enabling Run Eligibility Rules when there is Requisition Compensation is the correct configuration, making option A correct.

Workday’s Business Process Notification functionality enables administrators to configure custom notifications that are automatically sent to users when specific BP events occur. The correct statement is that you can use text and fields in the body of the notification message (Option B).

Notification templates support the insertion of business process fields, allowing dynamic content such as worker names, event types, or effective dates to be automatically populated in the message. This helps personalize communications and provide clear, actionable context.

Option A is incorrect because notifications can be sent to both internal users and external participants (such as vendors or contingent workers) if appropriately configured.

Option C is incorrect — you can configure multiple status triggers (e.g., In Progress, Denied, Completed).

Option D is incorrect since notification triggers are predefined by Workday, and while you can configure their messages and recipients, you cannot create entirely new trigger types.

Therefore, the main strength of this feature lies in its customizable content, dynamic field integration, and multi-status trigger support.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Business Process Notifications,” and “Custom Message Configuration.”

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organization Types and Structures Guide, 2023R2):

The correct organization type for managing temporary project-based teams is a Matrix Organization. Matrix organizations are designed to group employees from different supervisory organizations to work together on a temporary or functional basis, such as projects or task forces.

This structure allows the assignment of a temporary manager (Matrix Manager) who oversees project-related activities without changing employees’ primary supervisory reporting relationships. The matrix manager gains visibility into all assigned members, enabling effective project oversight.

Options A (Location Hierarchy) manages physical work locations, not project teams.

Option B (Supervisory) defines permanent reporting structures.

Option D (Pay Group) organizes workers for payroll purposes only.

Thus, Matrix Organization provides the flexibility and visibility required for cross-functional, project-based staffing.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Matrix Organizations and Project-Based Management.”

The correct answer is C – Offers greater control on each position open within an organization.

The Position Management staffing model is designed for organizations that require precise headcount control and visibility into staffing levels. Each position represents a discrete role that must be created, approved, and tracked before a hire occurs.

This model provides a high degree of control over:

Vacancies and filled positions

Position attributes (FTE, job profile, location, etc.)

Time-to-fill metrics for open roles

Because every hire is linked to a specific position, administrators can effectively monitor workforce planning, budgeting, and resource allocation.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organizations Configuration Guide, 2023R2):

To have the Company Organization automatically default when hiring workers into a supervisory organization, you must update the organization settings through the Edit Supervisory Organization task.

This task allows you to define default organization assignments, including Company, Cost Center, Region, and Custom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such as Hire or Add Job, reducing manual entry and ensuring consistent data alignment across the hierarchy.

Option B (Create Position) is used to define positions within the supervisory org, not defaults.

Option C (Edit Name/Code) modifies identifiers only.

Option D (Assign Roles) relates to security role assignments.

Therefore, Edit Supervisory Organization is the correct task to establish the default Company for new hires.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Defining Default Organization Assignments.”

The correct answer is C – Maintain Staffing Models.

In Workday, the Maintain Staffing Models task enables administrators to update or modify the staffing model assignments for multiple supervisory organizations simultaneously. This task provides a consolidated interface to review which organizations use Position Management or Job Management, and allows bulk updates where necessary.

While the Edit Staffing Model task is used to change the staffing model for a single supervisory organization, Maintain Staffing Models is the correct and efficient method for multi-org updates—especially during tenant configuration or large-scale reorganizations.